2011

Introduction to HR for HR & Non-HR

Edwin C. Ebreo President exeQserve, Corporation 8933199 09189399294 ecebreo@exeQserve.com www.exeQserve.com

About Edwin Ebreo
Edwin C. Ebreo is the founder and President of ExeQserve, Corporation, an HR Solutions Company. He is also the company’s head consultant for Organization Development and Human Resource Development. Prior to establishing ExeQserve, Ed worked as HR Director/Manager for CheQ Systems, a Software Quality Engineering Company, Athena E-Services Group of Companies, a BPO company and PET Plans, a pre-need company that had a diverse number subsidiaries that Ed was tasked to manage. During his stint with these companies, Ed was able to develop his expertise in managing the HR Department as a shared resource among groups of companies, handling no less than three companies at a time. He was also Head of Training for SPI Technologies, one of the largest and pioneering BPO companies in the Philippines. He also headed the training department of Philippine Seven Corporation, the local licensee of the 7-Eleven chain of convenience stores. He started working as a freelance Human resource and Organization Development Consultant on weekends at the early age of 28. He finally left full time HR Management practice 5 years ago to concentrate on consulting. He eventually setup ExeQserve Corporation in 2007 to cater to his growing clientele. His 15 years of experience helps Ed appreciate organizations and people from various industries and help them achieve their full potential through training and other HR-related interventions. As a Human Resource Management and Organization Development Consultant, Ed has helped several companies and on government agencies establish their HR and OD Strategies. Ed has also designed and facilitated training on the following skills; leadership and management; coaching; performance management; customer service; creativity and innovation; presentation skills; time management; personal effectiveness; visioning; assertive communication; HR Management for line Managers; problem solving and decision making; managing meeting; change management; selling; team building; strategic planning and trainers’ training. He continues to customize programs to meet the unique needs of organizations. Ed is a passionate public speaker. He is an active member of Toastmasters Club with a norm of Advanced Communicator Silver. As a Toastmaster, he has helped establish clubs and mentored members to achieve their full potentials as public speakers and leaders. As a consummate HR Professional, Ed has offered free advice on career, human resource management, leadership and other topics through his popular blog “Anything HR by Ed” (http://anythinghr.blogspot.com) and Pinoy Career Coach (http://pinoycareercoach.blogspot.com) Ed took up Mass Communication at New Era University and has completed various training programs that helped him develop his competence in leading and training. His most important education is his experience as human resource development professional helping companies achieve their full potential through their people.

www.exeqserve.com

ecebreo@exeQserve.com (632)8933199 or (63918)9399294

You may ask Ed for his CV detailing his career background and the number of courses and clients he already has.

Our Methodology
We offer more than training
We offer you five reasons to avail of our service. 1. Customization – we are eager to know more about your company and the target participants in order to enhance the accuracy of our program in addressing your employees real needs. 2. Preparation – We believe that training and change go hand-in-hand. We prepare our participants for training by giving them a briefing and helping them prepare for the requirements of the training. Because of this approach, our participants are ready to jump in with both feet when they attend our training. 3. Engaging workshops – We make sure that our courses are highly interactive. We employ the most interactive activities to help participants be more engaged and focused on learning. 4. Post-training report – During our workshops, our facilitators carefully observe the behaviors of our participants and take notes of possible issues and challenges that may get in the way of application of learning. We also observe participants for demonstration of leadership, creativity and communication skills. These, together with the many outputs of the program are organized into a report together with our recommendations for next steps. This helps our clients keep tab of the participants learning and follow through. 5. Follow through session – We offer a half-day session meeting with the participants one month after the session to find out how they applied the learning and what additional help they need so they can be more effective in their jobs.

www.exeqserve.com

ecebreo@exeQserve.com (632)8933199 or (63918)9399294

Introduction to HR for HR & Non-HR
Course Description
HR is not a department; it’s a shared responsibility between the people in charge of HR and the ones who are directly responsible for their performance, the Line Managers and Supervisors. To think that this is not true is to risk having disjointed efforts to align people with organizational goals. Strong collaboration between HR and Line management is crucial to the success of organizational endeavor to align people with goals. In order for this strategic partnership to work, HR and the line should have a shared knowledge about their HR-related responsibilities in the same way that HR needs to align all its actions with the goals of the organization and in consideration of the nuances of business operations.

Course Objectives:
The goal of this learning session is to help HR and non-HR supervisors appreciate the roles they and HR play in;  Getting the right people for the right jobs;  Managing their performance ;  Preparing them for bigger responsibilities;  Maintaining Discipline in the workplace; and  Retaining talents This orientation course is useful to those who are being given a human resource development and management assignment and those who wish to immerse their supervisors in HR work because they believe that people management should not be the sole province of the HR Department.

Course Details
Time 8:00 to 9:00 Topics Introduction   Why HR/Line Synergy Works?  The HR roles of Line Managers  · Needed HR Competencies for Line Managers  Process Objectives Describe the role of HR Department in helping line managers/leaders manage their human resources Describe the roles and needed competencies of line managers in order to effectively carry out their people management tasks

www.exeqserve.com

ecebreo@exeQserve.com (632)8933199 or (63918)9399294

Time 9:00 to 11:00 (including 15 mins snack)

Topics Module 1: Recruitment  Clarifying your hiring expectations  Developing your interviewing skills  Participating in the on-boarding process

Process Objectives

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Explain the importance of setting all expectations clearly to avoid too much guesswork in recruitment process Identify steps in the screening process Demonstrate skills in using behavioral interviewing Describe the roles of line managers in the new employee on-boarding process. Describe steps in identifying employees’ learning needs. Identify tactics for addressing training needs Enumerate steps in preparing learners for training and following through with ongoing coaching and mentoring Identify steps in making full use of performance management to help improve people’s performance.

11:00 to 12:00

Module 2: Human Resource Development   Identifying your staff’s training needs  Identifying tactics for addressing learning needs.   Supporting training with ongoing coaching and  mentoring Module 3: Performance Management  Setting performance goals  Monitoring performance  Developing capacity to perform  Appraising performance  Rewarding and recognizing performance Module 4: Employee Career and Succession Planning  Career planning  Succession planning

1:00 to 3:00

3:15 to 4:30

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Describe the importance of career planning in keeping employees engaged. Describe the importance of succession planning in avoiding disruptions in the company due to employee departure Identify tactics for career planning and the roles managers play in the process. Explain the importance of line management participation in policy making and implementation Describe needed compliance to regulatory requirement when addressing company policy violations. Identify the necessary next steps in order to apply learning to the workplace.

4:30 to 5:30

Module 5: Maintaining Discipline in the workplace  Line manager’s role in writing policies  Ensuring compliance in the workplace  Maintaining discipline Re-entry Action Plan Putting learning to action

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5:30 to 6:00

www.exeqserve.com

ecebreo@exeQserve.com (632)8933199 or (63918)9399294